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14 Revealing Interview Questions

14 Revealing Interview Questions
Interview questions: Everyone has them. And everyone wishes they had better ones. So I asked smart people from a variety of fields for their favorite interview question and, more importantly, why it's their favorite and what it tells them about the candidate. 1. "For me, the most important thing about interviews is that the interviewee interviews us. "The candidate should have enough strategic vision to not only talk about how good the year has been but to answer with an eye towards that bigger-picture understanding of the company--and why they want to be here." Randy Garutti, Shake Shack CEO 2. "Except with entry-level candidates, I presume reasonable job skill and intellect. "So, I concentrate on character and how well theirs matches that of my organization. "This question opens the door for a different kind of conversation where I push to see the match between life in my company and what this person needs to be their best and better in my company than he or she could be anywhere else." 3. Related:  Getting Hired In HoustonInterview QuestionsTelephone Skills | Training Course

Interview Questions That Expose Exceptional Performance In my last column, I detailed the one question that reveals everything a hiring manager needs to know to evaluate a candidate. The idea here is that getting a detailed, thoughtful answer to just this one question should represent the bulk of your interviewing time and effort. Why? If I've learned anything over the course of 5,000 interviews it's that clever or trick questions rarely reveal any insight about a candidate's character, technical brilliance, or leadership skills. While the assessment needs to be made in comparison to real job needs, or what I call a performance-based job description, you also need to look for exceptional performance -- regardless of context. Instead of box-checking skills, look for these clues to exceptional performance during the interview: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. The One-Question Performance-based Interview is a powerful tool for seeking out exceptional performance and finding exceptional people.

The 3 Questions People Always Forget to Ask in an Interview Identify & Quantify | Cost of Sales If you engage in outbound marketing via telephone, you’re a member of a brave and elite group. While the pitfalls of outbound telemarketing are many – regulation and fear of fines have driven off many outbound telephone marketers – the rewards are high, as many organizations have known for some time. While nearly every call center engages in measuring metrics, outbound call/sales centers have some different metrics to keep track of: cost per call, and cost per sale. Essentially, it’s a way to determine, based on the cost of your campaign and the number of sales it produces, how much each call cost you as well as how much each sale cost you. According to a recent TMCnet article, cost per call is determined by dividing the agent’s hourly pay rate by the number of calls an agent handles per hour. For example, if the agent handles 15 calls in one hour, and she makes $12 an hour, her resulting cost per call for that hour is $0.80. Edited by Blaise McNamee

The One Job Interview Question to Get Right Identify & Quantify | Cost of Sales Posted on 02/11/2014 Love them or hate them, there’s no question that businesses would be lost without the data and statistics that serve as clear and objective indicators of business success. One of the most important metrics for business people to get a handle on is cost per sale. Much may be said about this measurement, but ultimately, the most successful businesses are those who achieve the highest sales at the lowest cost. Because of the comparatively low investment they require and the high level of efficiency at which they operate, telemarketing services offered by call centers are very effective tools for businesses looking to improve their cost per sale rates while maintaining sales volume. 1. By using a call center to develop and qualify your sales leads prior to any contact by your sales team, you automatically boost the efficiency of your sales process. 2. Direct sales via telephone are quick and effective. 3. 4. 5.

11 Interview Questions You Wouldn't Think to Ask--But Should Everyone wants to make better hiring decisions. Most people focus on how well candidates perform in the interview: In theory, if you ask the right questions, you'll get answers that will give you insight into what the candidates really bring to the table. The following companies use questions that aren't exactly the standard, "where do you see yourself in 5 years?" "I'm not sure you're a fit for the role..." This is a comment rather than a question, and it works best when you're hiring people with strong personalities who need to push through constant "no's", like sales reps or sales leaders. They may ignore you and skip over the comment. "What was your biggest failure and who was responsible for it?" This is an enlightening question because naturally people don't want to talk about their failures during an interview. "Who's your favorite author? "If you were building a website, how would you design a forgotten password authentication process?" "You've seen the office. Example: "aba"

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